An Online Approach to Recruiting and Interviewing

1. An Online Approach to Recruiting and Interviewing Indiana University February 27, 2003

2. The Business Case The Enterprise Rent-A-Car Strategic Selection Initiative was created for the purpose of improving the selection process for the Management Training program. The selection of outstanding employees is critical to the long term success of Enterprise.

3. Goals of the Strategic Selection Initiative • SSI supports key business issues such as: • Attracting and retaining the best talent with the best fit for the job • Improving the speed and efficiency of the selection and recruitment process • Leveraging the Internet • Bottom Line: Increasing the value of people increases competitiveness and improves success!

4. Benefits of Computer Assisted Interviews • Objectivity • Computers are unbiased • Thoroughness • Computers don’t tire, get bored, lose focus • Asks every applicant the same question

5. Benefits to Enterprise • Allows recruiters to obtain a detailed profile prior to meeting a candidate • Produces “fit scores” based on core competencies for the job • Structures and organizes open-ended, behavioral interview questions for face-to-face interviews • Online, integrated system of applicant management

6. Benefits to Applicants • Flexibility to Interview 24/7 • Able to access the interview from any internet connection • Ability to provide more thorough information about skills and competencies than is possible from a resume • No suit necessary!

7. Online Application Candidate’s Site www.enterprise.com/careers

17. Online Application Candidate’s Site www.enterprise.com/careers

18. Just Answer Honestly • There are no right or wrong answers • The system is set up to ask similar questions so that inconsistencies are noticed • Your responses should show your “fit” and therefore will help you to end up somewhere you want to work

19. Online Recruiting Application Recruiter’s Site www.enterprise.com/careers

20. What is a Fit Score? • Questions are all related to the core competencies we wish to measure • The results are NOT used by themselves but are to provide indications of a person’s potential competence • They are a tool to help recruiters in their overall decision-making

21. Enterprise Core Competencies • Customer Service Orientation • Persuasiveness • Flexibility • Results Driven • *Communication *not measured on-line

22. CUSTOMER SERVICE ORIENTATION 1 Poor 2 Marginal 3 Acceptable 4 Above Average 5 Exceptional Definition: Concerned to provide a prompt, efficient and personalized service to customers; goes out of way to ensure that individual customer needs are met. Ineffective Behaviors Effective Behaviors • Is dismissive of customers’ complaints. • Shows a tendency to lose customer business. • Leaves customers dissatisfied. • Rarely gives customers or others special treatment. • Is not very concerned about helping others. • Is not very driven to provide total satisfaction. • Leaves customers waiting to be helped. • Provides prompt and efficient service to customers. • Increases customer satisfaction. • Is driven by customer demands. • Makes customers feel cared about. • Puts customers first. • Aims to please customers. • Works hard to meet customer needs. • Receives very positive customer feedback. • Is prepared to make sacrifices for others. • Regularly helps others beyond the call of duty.

23. RESULTS-DRIVEN Definition: Achieves results and handles demanding tasks. Sets and exceeds challenging personal targets. Ineffective Behaviors Effective Behaviors • Prefers simple tasks. • Is not especially motivated by a challenge. • Gets mediocre results. • Is complacent about achievements. • Has a limited awareness of his/her own level of performance. • Is not very interested in growing or acquiring new skills. • Prefers not to take on new responsibilities. • Sets easy targets and personal objectives. • Rarely exceeds targets. • Is motivated to get results. • Readily tackles demanding tasks. • Enjoys a challenge. • Gets outstanding results. • Is always concerned with improving performance. • Evaluates own performance. • Is constantly learning and developing new skills. • Accepts higher personal targets and new responsibilities. • Sets ambitious targets and personal objectives. • Exceeds targets frequently. 1 Poor 2 Marginal 3 Acceptable 4 Above Average 5 Exceptional • Prefers simple tasks. • Is not especially motivated by a challenge. • Gets mediocre results. • Is complacent about achievements. • Has a limited awareness of his/her own level of performance. • Is not very interested in growing or acquiring new skills. • Prefers not to take on new responsibilities. • Sets easy targets and personal objectives. • Rarely exceeds targets. • Prefers simple tasks. • Is not especially motivated by a challenge. • Gets mediocre results. • Is complacent about achievements. • Has a limited awareness of his/her own level of performance. • Is not very interested in growing or acquiring new skills. • Prefers not to take on new responsibilities. • Sets easy targets and personal objectives. • Rarely exceeds targets.

24. Online Recruiting Application • Recruiter’s Site • www.enterprise.com/careers

25. Back to The Business Case The Enterprise Rent-A-Car Strategic Selection Initiative was created for the purpose of improving the selection process for the Management Training program. The selection of outstanding employees is critical to the long term success of Enterprise.

26. Thank you!! www.enterprise.com/careers